Responsibility to employees
We wish to offer our employees the optimum conditions to allow them to develop their full potential. This includes, firstly, qualified personnel management and a professional further training programme. At the same time, we are working on a number of projects to ensure the best possible balance between family and work.
Our greatest assets: motivated employeesFrom continuous training to employer-financed pension provision: we want our employees to feel at home at CEWE.
Other focal areas within our HR policy include the balance between family and work and the encouragement of young skilled people. We are taking a big step into the future by opening the company's own childcare facilities at the Oldenburg headquarters and by successfully continuing our CEWE FORUM further training programme.(Marion Gerdes, HR Manager)
Our staff contribute in particular to the success of our company: we realise and appreciate that. That explains why we attach such importance to qualified personnel management and the intense promotion and encouragement of young skilled people. Our high apprenticeship figure, the CEWE FORUM further training programme and our Talent Management young executives programme are proof of this.
The balance between family and work is an area we are currently working on. We have already implemented many projects to take ongoing social changes into account. They include the new "cewelino" in-house childcare scheme for our employees' children or three-week-long childcare provision during the summer holidays.
Our Executive Board gave out a clear signal as part of the Hertie Foundation "jobandfamily" audit and signed a voluntary agreement on binding measures and understanding of the family at CEWE. In 2014 we were one of the first companies to receive the "Outstanding Employer" certification combined with the "Parent-friendly" additional module from the SOS Children's Villages Global Partner.
Holistic health awareness on the part of our members of staff is essential for the sustainable and long-term positive growth of the company. We set great store by health-promoting workplaces and occupational health and safety – particularly in Production – and actively encourage each and every one of our employees to be aware of preventative health care through a range of measures.
Since 2005 staff have been able to buy CEWE shares at a discounted price every year through our staff share programme, underpinned by a tax-free and national insurance-free financial subsidy by the company. Our members of staff are also able to provide for themselves privately through an employer-financed pension scheme – which we promote with collectively agreed subsidies.
Health Day/Health WeekThe modern working environment at CEWE includes a harmonious work-life balance and health-promoting measures.
Healthy companies need healthy members of staff, as people are, after all, the most important part of any company. It is of crucial importance to CEWE to promote our staff resources in the long term and increasingly to commit to improving the health and satisfaction of everyone at CEWE.(Andreas Kluge, Managing Director)
The well-being of our staff plays a significant role in our sustainability aspirations. Our annual Health Day has now established itself as the most important event in our system of health management. Every year, many talks, courses, and activity and information stands invite visitors to inform themselves about health issues, test their physical fitness and become active.
In 2017 the event took place for the seventh time and was extended to cover a whole Health Week. This meant that various topics could be addressed even more intensively, and there was a different motto for every day: nutrition, check-ups, exercise, mindfulness and safety. A total of 23 different activities were on offer.
For example, at the beginning of the week a healthy muesli breakfast and freshly prepared smoothies were waiting in the canteen for the staff. On Tuesday health check-ups such as balance tests, body-fat analyses and lung-volume checks were carried out. This was followed by several sporting activities and fitness tests, and on Thursday there were opportunities to learn about mindfulness and resilience. On Friday employees had the opportunity to test e-bikes and bicycles and receive training in road-traffic emergencies. The programme also offered courses on general emergencies and the use of defibrillators.
CEWE is a Great Place to Work®We regularly inform ourselves about the satisfaction of our staff.
We have conducted regular surveys on the satisfaction of our staff in the German operations of CEWE Stiftung & Co. KGaA for more than ten years. Your responses provide us with valuable insights that are incorporated in the development of leadership and organisation at CEWE. The first employee survey was carried out in cooperation with Great Place to Work® in 2012. At that time 71 per cent of our staff felt that CEWE was a good employer. The comparable figure for other companies with a staff of 500 to 2,000 employees is 68 per cent.
We have now repeated the survey in cooperation with Great Place to Work® again. With a fantastic result: At present 81 per cent of our staff believe that CEWE is an excellent employer.
Some selected results submitted in the survey, including the approval rate:
- I'd like to work here for a long time still (81 %)
- We have special, attractive social benefits (87 %)
- The working atmosphere here is friendly (83 %)
- I am proud of the fact that we perform jointly in a team (86 %)
- I can be myself in my team; I don't need to pretend to be something I'm not (84 %)
- I can really recommend our services and products (92 %)
The following topics and values were especially highlighted:
- CEWE's social commitment
- CEWE brand products
- Individual responsibility and work climate
- Team spirit